“The employer is more likely to question your commitment to the organisation. Unless it’s proactively raised or an organisation is known for their flexible working I would not raise it.”
This was a common view shared in the TUC’s ‘Denied and Discriminated’ report in 2021, and almost five years later, many employees still worry that working flexibly will make them look less committed.
Asking for flex at an interview, or even after many years’ service can feel like an act of bravery. And yet often it’s not a ‘nice to have’ – for those with caring responsibilities or disabilities, work is only possible if it’s flexible.
That’s why the NHS Unions have launched the Get Ahead on Flex pledge. Reps and members working across the NHS have been writing to employers asking them to sign up to the pledge and take action.
The pledge includes three key asks – the first of which is to ‘Lead the conversation’. By taking the initiative and making sure that flex is up front in every job advert, interview and appraisal, employers can play a vital role in opening up the conversation and removing the stigma.
So does your employer have a true flexible working culture?
Take our quiz to see if your employer is a flex hero or zero…
1. What does your employer’s careers page say about flexible working?
A) It simply says “we offer flexible working”.
B) It talks about outcomes, not clock-watching. For example, “we design roles around outcomes and trust. Most of our teams agree working patterns that suit both the role and the individual.”
There’s lots of real examples of how flex works in practice within the organisation – like hybrid patterns, compressed hours, job shares, remote-first teams etc.
2. Is flexible working included in job adverts?
A) No, not as standard. And some adverts use coded language like “always on” or “fast-paced” that could be read as meaning flexibility isn’t an option.
B) Yes, always. And adverts include language like “We’re open to discussing flexible working patterns for this role” and “Tell us what flexibility means for you at application or interview stage”.
3. How is flex discussed at interview?
A) It’s up to the candidate to ask about flexibility. Interviewers might query why someone needs flexibility if they ask.
B) Candidates are invited to talk about what helps them in their role – eg “what kind of working pattern helps you do your best work?”
4. What happens when flexible working is agreed?
A) Arrangements aren’t always documented. Once flex is agreed, it’s difficult to make any changes to arrangements.
B) Flexible working arrangements are documented and included in offer letters. It’s made clear that these can be reviewed, and that if the working pattern doesn’t feel like it’s working for either the role or the individual, it’s possible to try something else.
5. When does your manager discuss flexible working with you?
A) Never – I would have to bring it up myself.
B) Flex is a core part of the induction process, with an introduction to different types of flexible working. It’s always part of the performance review process, with questions like “Is your current working pattern still supporting you?” We also sometimes discuss it as a team, or my manager will ask if a period of informal flexible working could help me if I’m dealing with a short-term commitment like caring for a child or parent who has fallen ill.
6. What flexible working stories get shared?
A) You hear lots of stories about people who got turned down – for example “You can’t work flexibly at this level” or “Flex isn’t possible in front line roles”.
B) The HR team and managers go out of their way to share positive examples of flexible working, including case studies showing how different types of flex can work in different teams, and tackling the myth that flexible working is only for parents and carers.
7. How do senior managers show that they’re committed to flexible working?
A) Leaders say that they support flexible working, but I don’t think any of them work flexibly themselves.
B) Leaders talk openly about their own working patterns through blogs or other internal communication channels. Even if they don’t work flexibly themselves, they proactively challenge myths such as ‘you can’t work flexibly at a senior level’ or assumptions that working flexibly means less commitment or lower performance.
How did your employer do?
Mostly As – they might have a flexible working policy in place, but it’s not backed up by a culture that supports real flexibility. Unless they make changes, they probably won’t meet new staff standards on flexibility, and will probably struggle to recruit and retain staff and deliver excellent patient care.
>> Why not ask them to sign up to the Get Ahead on Flex pledge and take action to build an inclusive, supportive culture where every employee is able to access the flex they need?
Mostly Bs – congratulations! You’re lucky to work for an employer that does more than just pay lip service to flex – they make it the norm and go above and beyond to make sure people feel supported. As an organisation that’s been leading the way on flex, they probably want to stay ahead of the game, and shout about their ongoing commitment to flexibility.
>>> Why not suggest that they sign up to the Get Ahead on Flex pledge to let people know that flex is still a priority, and that they’ll work with unions to keep making positive progress?
